Pengaruh Kompensasi Dan Iklim Organisasi Terhadap Turnover Intension Dengan Kepuasan Kerja Sebagai Variable Intervening

Abstract

The purpose of this research is to examine theeffect of compensation and organizational climate on labor turnover intention where job satisfaction as intervening variable. The study was conducted at PT. Trimitra Lestariwhere sample size is 124 employees. Data is processed using the Structural Equation Modeling (SEM) approach. The results shows that compensation has positive significance effect on job satisfaction and increase turnover intention, and organizational climate has positive buthas no significance effect onjobsatisfaction and increase turnover intention. Furthermoer, it shows that compensation has negative indirect effect on turnover intention, and organizational climate has negative indirect effect. The effect of compensation on turnover intention is stronger than the effect of organization climate. Hence, it is reccomended for further research that consider different variable such as motivation, leadership style, and organization commitmen and organization culture.

The Effect of Organizational Climate and Compensation on Turnover Intention

“…Therefore, companies/organizations must always look for ways to plan and develop their human resource management so that employees are loyal to the organization/company in order to reduce the turnover rate. According to Johanes, turnover intention is considered as a desire to retire early from the current job or move to a better workplace (Rofi'i, 2019).…”

The Effect of Compensation on Employee Turnover Intention at MSMEs in Denpasar City: Job Satisfaction as Mediation

“…Turnover intention is the tendency of an employee to have the desire to leave the company voluntarily or involuntarily due to low interest in the current job and the availability of other job alternatives. High turnover rates have a negative impact, disrupting company operations and creating morale problems for employees who remain (Rofi'i 2014). Other impacts can be seen in organizational instability, especially in the workforce, as well as increased human resource costs in the form of training costs that have been invested in employees and increased recruitment and retraining costs (Siwi et al, 2016).…”

“…Compensation in accordance with employee expectations will be able to retain employees. Meanwhile, deviations in compensation will increase the desire to move (Rofi'i, 2014). There are two types of compensation, monetary compensation means that compensation is paid in the form of cash to the employee concerned.…”

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“…Hasil uji hipotesis ini mendukung penelitian Meilano & Nugraheni (2017), Johannes et al (2014), Aamir, et al (2014…”